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Intersectional Invisibility in Women's Diversity Interventions.

Chuk Yan E Wong1, Teri A Kirby2,3, Floor Rink1

  • 1Faculty of Economics and Business, University of Groningen, Groningen, Netherlands.

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Summary
This summary is machine-generated.

Diversity interventions often fail women by overlooking racial differences. This study reveals distinct needs for Black, Asian, and White women, with organizations neglecting intersectional considerations, leading to "intersectional invisibility".

Keywords:
diversity interventiongenderinclusionintersectionalitymultiple identitiesrace

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Area of Science:

  • Social Sciences
  • Organizational Psychology
  • Diversity and Inclusion Studies

Background:

  • Current diversity interventions for women often lack effectiveness due to overlooking intra-group differences, particularly those related to racialization.
  • The social sciences framework typically used for diversity initiatives may not adequately address the varied needs within the group 'women'.

Purpose of the Study:

  • To investigate if racially marginalized women have different diversity intervention needs compared to White women.
  • To examine organizational practices regarding the representation of these diverse needs, identifying potential "intersectional invisibility".

Main Methods:

  • Utilized open-ended coding (n=293) and a ranking study (n=489) to identify intervention priorities across racialized groups of women.
  • Conducted textual analysis of 92 organizations' websites to assess how diversity needs are communicated, focusing on agency, authority, and intersectional considerations.

Main Results:

  • Black women emphasized incorporating intersectional differences, Asian women focused on addressing authority challenges, and White women prioritized agency perceptions.
  • Organizations predominantly highlighted agency enhancement, with less attention to challenges related to perceived excessive agency or intersectional factors.
  • Website analysis revealed that organizations rarely addressed diversity needs intersectionally, despite mentioning other marginalized groups.

Conclusions:

  • Findings indicate distinct intervention priorities among racially diverse women, highlighting the need for tailored diversity strategies.
  • Evidence of "intersectional invisibility" suggests organizations are more likely to address certain needs (e.g., agency) while neglecting others crucial for Black and Asian women.
  • The study underscores the importance of considering intersectionality in diversity interventions and organizational practices within the social sciences.